For managers and professionals, job satisfaction hits its lowest point during their 40s but often rebounds later in life. In contrast, workers in intermediate and lower occupational classes do not display the same U-shaped trajectory. This challenges the belief that a mid-career crisis is universal.

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#JobSatisfaction #MidCareerCrisis #WorkplaceWellbeing #CareerDevelopment #LifeAt40s

Strong trade union membership offsets wage and career penalties of overeducation 💼📈, with no effect on undereducated workers 🚫📉.

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#TradeUnion #WageEquality #CareerDevelopment #Overeducation #WorkersRights

💰 Negotiation Gap Fuels Inequality: A new PNAS study reveals people from lower social classes negotiate less for workplace benefits and face harsher social penalties when they do. This "double bind" perpetuates economic disadvantages and the "class ceiling."

⚖️ Power & Backlash Drive Behavior: Lower-class individuals report a weaker sense of power and a greater fear of social backlash when negotiating, contributing to their reduced likelihood of asking for more. This impacts career advancement and compensation.

👩‍💼 Backlash is Real: HR professionals rated a candidate who negotiated as less cooperative, with this penalty being significantly larger for a candidate exhibiting lower-class cues. This suggests negotiation behavior triggers stronger backlash for those from lower social backgrounds.

🏢 Organizations Must Act: Beyond individual negotiation skills, companies should reduce reliance on asking for outcomes, make negotiation processes transparent, and include social class in equity analyses to ensure fairness.

#WorkplaceEquality #SocialClass #CareerDevelopment

📈 Workplace Gender Mix Matters to Women: Studies show women are more interested in hypothetical jobs and feel a stronger sense of belonging when they perceive a workplace as having more women employees. This effect can even outweigh messages emphasizing "brilliance" needed for a role.

📊 Representation Influences Future Representation: Findings from four studies involving 1,680 U.S. participants suggest that existing gender representation in a field can encourage future representation. Women's sense of belonging was strongly linked to the expected proportion of women in an occupation.

💡 Beyond Brilliance: For women, the gender composition of a workplace sometimes mattered more than job ads stressing exceptional brilliance. In female-dominated roles, women showed more interest and belonging, even when brilliance was emphasized, compared to male-dominated roles emphasizing dedication.

⚖️ Majority Matters: Women's interest and sense of belonging grew stronger as the gender imbalance became larger in favor of women. Women reported more interest and belonging when women formed a 75% or 90% majority compared to male majorities.

#WomenInSTEM #WorkplaceDiversity #CareerDevelopment